Recruiting Candidates at Atwood and Allen Consulting - Case Study Example

The first step of the recruitment process is screening. It needs to be pointed out, “job interviews can be an overwhelming experience for both the interviewer and interviewee” (Hogan, 2015). Screening plays an immensely important role in the organization because of the fact that “choosing the wrong person can be a costly mistake and a waste of time for both the company as well as the employee” (Hogan, 2015). Therefore, the recommended plan of the screening process for Clapton Commercial Construction Company will consist of three main steps.

• Screening potential candidates by phone
• Adopting a behavioral questionnaire or interview before advancing the candidate in the interview process
• Interviewing a candidate on the spot, when he/she delivers the application or resume

It is worth to be mentioned while the first and third steps seem to be common, the explanation of using behavioral questionnaire lies in the fact that it “differs from traditional interview questions by doing deeper into why a person acts the way he/she does” (Hogan, 2015). Therefore, by means of including this step into interviewing process, the company will be able to discover whether or not he/she is a motivated team player, has a desire to work in this particular firm, and how he/she will conduct in critical situations.

Apart from using behavioral-based interviews, it would be reasonable to suggest case interviews as well as an in-person or traditional interview. Talking about case interviews, it is worth to be mentioned that “case questions are most commonly used in consulting interviews” (Hogan, 2015). Apart from this, such interview method is beneficial for the organization because it “highlights a candidate’s poise and analytical ability” (Hogan), which is necessary to work in Clapton Commercial Construction Company.

Testing procedures and interview process considerations

Since the main objective of the selection process is to select right person, which in its turn will help to create a talent pool of candidates, there is a need to include testing into the selection process. Therefore, it is recommended for in Clapton Commercial Construction Company to use such types of test during the selection process:

• Intelligence Test
• Cognitive Ability Test
• Personality Test
• Big Five Test
• Extraversion
• Emotional Stability
• Agreeableness
• Conscientiousness
• Openness to Experience

Apart from choosing the most effective tests and recruitment methods, there are also some considerations for employee hiring process. They include:

• Avoid Illegal Discrimination
• Respect Applicant’s Privacy Rights
• Avoid Making Promises You Can’t Keep
• Follow Legal Rules for Hiring Immigrants
• Follow Legal Rules for Hiring Young Workers

Methods for selecting candidates

Inasmuch as the selection is a part of the recruitment process, the methods used in both cases will be similar. Therefore, to appropriately select a candidate for the particular position, the company will use screening plan, which consists of three main steps. These steps include screening potential candidates by phone, adopting a behavioral questionnaire, interviewing the candidate on the spot. Apart from this, it will use four types of tests, which will provide the company with the opportunity to professionally estimate candidate.

Conclusion

We have developed a recommended plan of recruiting and selection for Clapton Commercial Construction Company. Within a framework of this plan, we have analyzed the organizational goals, forecasted demographic changes and their impact on the company’s performance. In addition to this, we have also taken into consideration projected workforce needs, which will help to leave the retention at the same level for at least a year. At the end of the paper, we have described the main recruitment and selection methods, which will be effective for Clapton Commercial Construction Company during its expansion into Arizona.